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Publications (58)
Widespread agreement that training can play a key role in addressing workplace sexual harassment (SH) has led to a dramatic increase in employer-provided SH training around the world. However, summaries of published research have been qualitative in nature and have yielded inconsistent assessments of SH training's effectiveness in fulfilling that r...
Several factors are combining to make it increasingly important that employers recognize their obligation to accommodate job applicants and employees with obesity-related disabilities, and respond effectively to requests for such accommodations when they arise. This article provides analysis and guidance that is intended to assist employers and pra...
Although sexual harassment (SH) training is widespread, has many important consequences for individuals and organizations, and is of demonstrated interest to researchers across a wide range of disciplines, there has never been a comprehensive, interdisciplinary attempt to identify and systematically evaluate relevant research findings. This article...
The potential for the legal context in which an organization operates to significantly impact its HRM function is widely, if not universally accepted. Nonetheless, to date, the legal context of virtual teams has received very little attention from researchers. This article helps address that limitation in the literature by providing readers a found...
Purpose
– The purpose of this paper is to use data from the 2008 and 2012 US Senate elections to examine the relationship between candidate size (obese, overweight, normal weight) and candidate selection and election outcomes.
Design/methodology/approach
– Using pictures captured from candidate web sites, participants rated the size of candidates...
The reported study explores sex differences in both overt and subtle forms of perceived weight discrimination in employment using original data from a telephone survey of 1,010 randomly selected residents of Michigan, the only U.S. state with a law prohibiting weight discrimination. Sex differences in the experience of overt forms of weight discrim...
This article focuses attention on research examining workplace discrimination against employees from marginalized groups. We particularly consider the experiences of seven different groups of marginalized individuals, some of which have legal protection and some of which do not but all of whom we feel have been overlooked by the field of industrial...
This study provides the first meta‐analytic testing of (1) several proposed moderators of the relationship between employee weight and job‐related outcomes (e.g., target gender, target qualifications, and rater gender); and (2) the effect of specific design features on the variation in results obtained across relevant experimental studies (e.g., we...
Purpose
The purpose of this paper is to use a risk management perspective to identify the risks of employment discrimination law liability for multinational employers.
Design/methodology/approach
Data from 101 US Federal Court cases that involved multinational employers operating both inside and outside of the USA were content coded and then used...
Existing research suggests that the equity sensitivity construct has both theoretical significance and applied value. This
study investigates the antecedents of equity sensitivity, focusing on the relationships among organizational setting, personal
characteristics (age, sex, work experience), organization tenure, and equity sensitivity. Results ba...
We expand relational models theory by integrating it with social dominance theory to examine how national culture influences preferences for males and nationals in employment-related decisions. Data from the World Values Survey (N = 2331), culture scores from the GLOBE project (N = 62 countries), and Hofstede (N = 49 countries) indicate that collec...
Purpose – The purpose of this paper is to investigate whether overweight and obese individuals are underrepresented among top female and male US executives and whether there is evidence of greater discrimination against overweight and obese female executives than male executives. Design/methodology/approach – Estimates of the frequencies of overwei...
Research indicates that overweight job applicants and employees are stereo-typically viewed as being less conscientiousness, less agreeable, less emotionally stable, and less extraverted than their “normal-weight” counterparts. Together, the two reported studies investigate the validity of those stereotypes by examining the relationship between bod...
The reported study helps move the literature beyond conceptual arguments that have been made and repeated in the literature
by investigating the equivalence of three psychological contract (PC) measures that were based on alternative conceptualizations
of the PC construct. Employees from a wide range of organizations (n = 1054) were randomly assign...
This study provides unique empirical evidence regarding a growing concern internationally: weight discrimination in the workplace. Using survey data from a national sample of 2838 American adults, it responds to Puhl and Brownell’s [Puhl, R., & Brownell, K. D. (2001). Bias, discrimination, and obesity. Obesity Research, 9, 788–805] call for additio...
This article discusses evolving federal and state legal standards pertaining to obesity-related perceived disability claims, identifies specific evidence that has been found to either support or refute such claims, and provides employers practical guidance for limiting the risk of litigation involving the growing number of overweight employees. The...
Policy-capturing techniques have been used to assess factors thought to influence judicial decisions relevant to human resource management. This article explains why the “advice” offered human resource management practitioners and others based on these studies can be incomplete and misleading. Substantive knowledge needed to independently evaluate...
Many managers and human resource professionals view the law increasingly as an overly restrictive influence on their ability to manage employees effectively. This article is intended to alert HR professionals to the risk that they are unnecessarily contributing to the impact that legal considerations have on the management of employees as a result...
The question of whether U.S. employment discrimination laws apply to international employers is complex and involves multiple sources of legal authority including U.S. statutes, international treaties, and the laws of non-American host countries. This article provides detailed and simplifying guidance to assist employers in working through that com...
This research investigates predictors of job search activity among high-level European managers. We examined the role of personality in predicting job search over and above the effects of situational and demographic variables. Results found that the personality traits extraversion and neuroticism predicted job search, and the effects were found in...
This study tests a risk assessment model for employer compliance with U.S. employment discrimination laws. Data from N = 101 federal court cases that involved multinational employers operating both outside and inside the U.S. were used to identify risk factors that predict the likelihood that foreign employers operating inside the U.S. -- and U.S....
The contributors to this special issue provide unique perspectives and insights about the future of human resource management, and many of their ideas present opportunities for future research. Our intent is to focus on identifying and briefly discussing the key needs and directions suggested by these articles. The discussion is organized around fo...
This study assesses the psychological contracts of a group of at-will employees and compares their relevant psychological contract beliefs with the terms of the controlling legal employment contract. In addition, we test specific hypotheses regarding the relationship between employers formal job security policy (employment at-will vs. good cause pr...
The employee-organization relationship (EOR) has increasingly become a focal point for researchers in organizational behavior, human resource management, and industrial relations. Literature on the EOR has developed at both the individual – (e.g. psychological contracts) and the group and organizational-levels of analysis (e.g. employment relations...
Most private sector American employers have responded to the uncertainty created by the erosion of the employment at-will doctrine by adopting tactics aimed at avoiding the perceived costs associated with salient legal concerns (e.g., requiring written agreements to preserve the at-will relationship and defeat implied-contract claims). This article...
During the last fifteen years, researchers have shown increasing interest in the exchange relationship between the employee and employer. Until now, the literatures examining the employment relationships have tended to operate either from the employer or the employee perspectives and have typically approached the topic from a single discipline be i...
Most private sector American employers have responded to the uncertainty created by the erosion of the employment at-will doctrine by adopting tactics aimed at avoiding the perceived costs associated with salient legal concerns (e.g., requiring written agreements to preserve the at-will relationship and defeat implied-contract claims). This article...
This study investigates the relationships among job search self-efficacy beliefs, number of job interviews participated in, and job search outcomes using data collected from graduating college job seekers at multiple points in their respective job searches. Results indicate that job search self-efficacy is positively related to number of total offe...
There is an ongoing debate over the ethical status of policies that give an employer the right to discharge an employee without a good reason or notice (i.e., employment at-will policies). This article moves beyond the question of whether the adoption of such a policy is unethical per se under all circumstances, focusing instead on the following qu...
The present research is intended to contribute to the understanding of how job-choice decisions are made and the role of effective and ineffective recruiting practices in that process. The issues are examined by tracking job seekers through the job search and choice process. At multiple points in the process, structured interviews are used to elici...
This article is intended to: 1) alert human resource (HR) professionals to the risk that they, and the managers they serve, are unnecessarily contributing to the impact of legal considerations on the management of employees as a result of “legal-centric decision making”; and 2) provide information and guidance that will assist HR professionals in p...
Research providing consistent evidence of pervasive discrimination against overweight job applicants and employees in the American workplace raises important questions for organizational stakeholders. To what extent is the disparate treatment of job applicants or employees based on their weight ethically justified? Are there aspects of weight discr...
Critics of the American employment at-will doctrine have argued that it should be abandoned because it is at odds with a societal level norm that employees should only be discharged for good reasons (the good cause norm). This paper examines the extent to which there is conceptual and empirical support for the existence of such a norm. Theoretical...
Using a representative sample of 3,381 American workers, this study investigates relationships among work/life policies, informal support, and employee loyalty over the life course (defined by age and parental status and age of youngest child). The central thesis is that our understanding of the impact of work/life policies on employee loyalty will...
This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results i...
The effects of specific policies and practices regarding employee job security rights on the evaluation of employers was investigated in two contexts. First, an experimental design was used to investigate the effect of explicit at-will and explicit good-cause policies on future job seekers'' evaluation for a company''s attractiveness and their will...
The effects of specific policies and practices regarding employee job security rights on the evaluation of employers was investigated in two contexts. First, an experimental design was used to investigate the effect of explicit at-will and explicit good-cause policies on future job seekers' evaluation for a company's attractiveness and their willin...
This study proposes that self-reported work stress among U.S. managers is differentially related (positively and negatively) to work outcomes depending on the stressors that are being evaluated. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression results i...
This article takes an interdisciplinary approach to the issue of weight-based discrimination in employment, drawing on diverse literatures (psychology, law, sociology, economics), and integrating a review of empirical research and a traditional legal analysis. First, empirical research that focuses on the extent of bias against overweight individua...
This study proposes that stress associated with two kinds of job demands or work circumstances, “challenges” and “hindrances,” are distinct phenomena that are differentially related to work outcomes. Specific hypotheses were derived from this general proposition and tested using a sample of 1,886 U.S. managers and longitudinal data. Regression resu...
This article seeks to provide HRM professionals information and guidance that will assist them in understanding, evaluating, and applying current thinking regarding the new employment relationship. The focus of the article is a study that investigates the extent to which there is a consensus in the literature regarding the nature of the new employm...
The authors linked interview structure and litigation outcomes conceptually and empirically. Using legal and psychological literatures, they established a conceptual link based on reduced opportunities for differential treatment through standardization, reduced potential for bias through increased objectivity, and increased job relatedness. Analyzi...
The relationship between employees and their employers has been conceptualized as involving a “psychological contract” (PC). The PC construct is assumed by many to have a key role to play in understanding organizational behavior, and there has been a proliferation of writing regarding PCs in recent years. The history of the construct, however, has...
The origins and early development of the psychological contract construct are traced through a review of books, articles, and unpublished dissertations. Observations regarding historical developments are linked to the current literature, and the implication of these observations for the future direction of the psychological contract literature is b...
Investigated the process of deciding whether or not to apply for jobs, using the verbal protocol analysis (VPA) technique. Verbal reports provided by participants as they evaluated job postings and decided whether or not to interview for jobs were analyzed to assess what information was heeded, the impact of incomplete or unusual information, and t...
The authors investigated the process of deciding whether or not to apply for jobs, using the verbal protocol analysis (VPA) technique. Verbal reports provided by participants as they evaluated job postings and decided whether or not to interview for jobs were analyzed to assess what information was heeded, the impact of incomplete or unusual inform...
Managers and human resource professionals express grave concern about the increasing influence that the law and lawyers are having on their ability to manage employees effectively. Blame is typically placed on growing governmental regulation of the employment relationship, a “litigation mentality” among workers, and overly aggressive lawyers pursui...
[Excerpt] There has been an explosion of interest in the changing relationship between employees and employers, sometimes referred to as the "Deal." There is widespread agreement between researchers and practitioners that a new deal is evolving which has important implications for the management of employees. However, fundamental issues regarding t...
